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Researching the Effectiveness of Human Resources

Researching the Effectiveness of Human Resources

Part 1: Understanding the Human Resource Manager’s Function

Functions of Human Resource Manager

The human resource management department is important in every organization because it enables them to acquire the right skills and maintain them for continued good organizational performance. According to Shalini (2021), the main functions of a human resource manager are job analysis and design, recruitment, training and development, performance management, compensation, labor relations, and managerial relations. According to Vulpen (2021), other additional functions include employee evaluation, planning, personal well-being, administrative responsibilities, health and safety, and industrial relations. These functions are determined by the size of an organization and its policies and procedures.

A thorough discussion of the functions of Human Resource Management

Recruitment

According to Peach (2017), recruitment is defined as the process of looking for candidates to complete different tasks in an organization and stimulating them to apply for vacant job positions. Recruitment aims to explore and obtain a commitment from potential employees to fill the required positions for the organization’s successful operation. The role of human resources managers in recruitment is to locate the necessary talent and share the best applicants with the hiring manager based on the applicant’s social profiles and resumes. Another role of the human resource manager is to prescreen the potential candidate through an interview to determine whether they have the required skills and capabilities. The human resource manager needs to ensure that the interests of the organization prevail.

The organization should set the ethical environment of a company that can contribute to strengthening relationships, promoting organizational success, and forging reputations in the recruitment process. Organizations should ensure that human resource managers understand that they have a moral obligation to responsibly exercise their duty in the recruitment process without bias and discrimination. Organizations must also implement practical diversity training by setting long-term diversity goals and assigning specific managerial roles to support diversity in the hiring process. Ethical recruitment also requires organizations to establish policies and procedures prohibiting unethical conduct such as nepotism and discrimination. Setting a corporate ethical standard regulating the hiring process allows human resource managers and potential employees to consider integrity.

Performance Management

According to Barnes & Radnor (2008), performance management refers to enabling employees to perform their roles as best as possible to meet established standards and targets directly associated with the organization’s objectives. It mainly focuses on improving performance, developing employees, and satisfying the expectations of different stakeholders. One of the roles of the human resource manager in performance management is designing the appraisal process by determining what to be put into consideration when assessing performance. The second role is offering proper training to employees to ensure that the entire performance management process is fair and transparent because employees understand the performance metrics used. The third role is to review authorities to ensure that appraisals are conducted on time and that only employees who deserve benefits get them.

The organization has a responsibility to promote the ethical implementation of performance management by defining the goal of performance management, choosing the proper criteria, and training the individuals who conduct the performance appraisal process. The organizations also need to determine how often the appraisal should be conducted and the process’s rules. Before designing the performance management system, the organization’s mission, vision, and objectives need to be considered. Employees also need to participate in defining the assessment criteria. The organization also has a responsibility to ensure that the selected performance management measures are flexible to adjust to changes in the business environment. This helps in ensuring that there is fair assessment and reward of performance in the organization.

Training and Development

Training and development is defined as any attempt to improve future or current employee performance by increasing the employee’s ability to perform as expected (Grohmann & Kauffeld, 2013). It includes changing an employee’s attitude, equipping an employee with new skills, or increasing their knowledge and skills. The role of a human resource manager in training and development is to ensure that employees get the training regularly to improve the quality of their work. Human resource managers also need to determine the training needs of their employees and their talent to provide the right type of training. Another role of the human resource manager is to ensure that employees realize that they are important to the organization hence encouraging them to undergo training to acquire the skills required to boost the performance of the organization. Human resource managers must also motivate employees to identify their weak areas so that the training programs can be designed to help them improve those areas.

Organizations must ensure that the training and development programs guide employees through the organization’s mission statement and the situations that may arise in the workplace. Organizations need to ensure that the training and development programs do not put too much pressure on the employees and are allowed to provide feedback whenever they feel that the program is not working as required. Another responsibility of the organization s to ensure that employees have access to the resources needed for the training programs. Organizations need to create time for employees to participate in the training programs without much pressure to meet their targets. Employees need to be informed of any fees they may be required to pay for the training program or any adjustments that may occur to their schedules or compensation due to the training program. Employees need to understand the implications of the decision they make in terms of whether to proceed with the training program or not and feel empowered and supported to do the right thing

Part 2: Understanding the Effect of a Human Resource Manager on Different Sizes of Organizations

The Effect of a Human Resource Manager on Different Sizes of Organizations

Human resource management in a small organization has both positive and negative effects. One of the positive effects is that it helps improve employee engagement, hence promoting the organization’s growth. The second effect is that a human resource manager can nurture the organization’s culture by engaging employees through teamwork, hence improving the organization’s overall performance. Another positive effect is that a human resource manager may help the organization maintain compliance with various labor regulations and the rules and regulations required to govern the management and personal relations, improving the organization’s reputation and preventing legal issues that could cost the company a lot of financial resources. The main negative effect is that hiring a human resource manager in a small organization is expensive. Another negative impact is that it requires relinquishing control of how the organization operates. The responsibility of making important decisions such as deciding who to hire or fire is an important area in every organization and having a human resource manager implies that the organization has no direct control over such decisions, and this may result in making decisions that are not in the best interests of the organization.

References

Barnes, D., & Radnor, Z. (2008). Performance measurement and performance management: The operations management perspective. Performance Management, 89-106. https://doi.org/10.1057/9780230288942_7

Grohmann, A., & Kauffeld, S. (2013). Evaluating training programs: Development and correlates of the questionnaire for professional training evaluation. International Journal of Training and Development, 17(2), 135-155. https://doi.org/10.1111/ijtd.12005

Peach, K. (2017). Recruitment. Oxford Scholarship Online. https://doi.org/10.1093/oso/9780198796077.003.0006

Shalini, L. (2021, June 9). HRM functions: Top 10 functions of an HRM. Old People Blog. https://www.olxpeople.com/blog/hrm-functions/

Vulpen, E. V. (2021, August 23). The 12 key functions of human resources. AIHR. https://www.aihr.com/blog/human-resources-functions/

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Question 


Researching the Effectiveness of Human Resources
Overview
Businesses protect themselves against legal considerations by ensuring all employees are treated fairly and by remaining in compliance with regulatory requirements. Many organizations utilize a human resources department to monitor the activities involving human capital. The human resources manager engages in the development of human capital from a strategic viewpoint while guarding various aspects of employee rights, morale, placement, and compensation. Many of the human resources manager’s decisions are guided by regulatory requirements.

Researching the Effectiveness of Human Resources

Researching the Effectiveness of Human Resources

The purpose of this assignment is to compare and contrast the necessity of a human resources manager where different organizational sizes are a consideration.

Instructions
Part 1 Understanding the Human Resource Manager’s Function

Use the Internet to locate two sources defining the functions of a human resources manager. Note the Web sites where you located your sources.
Describe, define, and discuss the functions of a human resources manager. You might list and discuss functions such as succession planning, compensation, human capital development, regulatory matters, or hiring practices. The assignment is not limited to these functions.
Pick three functions of the Human Resource Manager and list each function as a subheading in the paper. Discuss the functions thoroughly, providing a definition of the function, how the human resources manager administers the function, and how the organization is responsible for the ethical implementation of each function. Each function should be represented by two paragraphs of 5–8 sentences. Each function should also have at least one citation in proper APA format from your located sources.
Part 2 Understanding the Effect of a Human Resource Manager on Different Sizes of Organizations

Read the article from the studies, “Linking HR Formality With Employee Job Quality: The Role of Firm and Workplace Size.” In this article, we consider the size of an organization. For example, RPZ Social Media Analytics has two employees at this time. The article discusses the effect the formality of hiring a human resources manager has on large and small organizations.
Address the positive and negative effects of hiring a human resources manager might have on an organization the size of RPZ Social Media Analytics.
Include one reference, properly cited in APA format.

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